...Jeff Soto Jon Hilton ENGL 1883-678 21 August 2011 The Power Within Reading The Joy of Reading and Writing: Superman and Me illuminates the struggle Sherman Alexie and his Native American peers had in trying to succeed in a non-Indian environment. Inside the classroom, harsh ridicule and racial discrimination was awaiting for Native American children who wanted a chance to acquire a proper education. Many took the role of being the “dumb Indian” to avoid the mockery and derision of the classmates. Alexie looked past the stereotypes and refused to give up. His arrogance and determination allowed him to propel forward and prove to the world that Native Americans can be educated. Alexie’s love for books catalyzed his interest in learning. He taught himself how to read by analyzing the pictures in a Superman comic. While analyzing, he realized the purpose of a paragraph. Knowing the concept enabled him to succeed in his knowledge of reading. When Alexie entered school, he often fought with classmates because of his intelligence. He refused to succumb to the racial abuse and intimidating environment. He found that in the books he read, he was able to escape and save his own life. After reading the excerpt, I realized how deeply it hit me. The struggles Alexie went through in school for being an intelligent Native American is something I can relate to. Being a Mexican-American in elementary was difficult. Teachers seemed to not care if I needed help or had questions about something...
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...Burger King Beefs up Global Operations James E. Payton Columbia Southern University Burger King Beefs up Global Operations According to Daniels, Radebaugh, and Sullivan (2011), Burger King is the world’s largest chain of flame-broiled fast food restaurants. Its core competency is its flame-broiled burgers, whereas other fast food hamburger joints serve fried burgers or no burgers at all, Burger King offers the unique flame-broiled burgers with any options that a customer might like, consumers have the benefit of having a burger they cannot find elsewhere. Initially Burger King only sold burgers, fries, shakes, and sodas, but they have chosen to expand to offering chicken, fish, salads etc. Although they offer these extra items, they have elected to stay true to their original flame-broiled burgers, and their chosen strategy is to focus on the whopper as their signature product. This product gives them an advantage over other fast food chains (Daniels et al., 2011). As of today, some of the strategies that they used include development of infrastructure before putting in restaurants, development of a local management team, development in established locations, establishment of local offices and headquarters and finally, continued development and use of local suppliers to meet Burger Kings’ specifications. Daniels et al. (2011) implies that Burger Kings’ core competency therefore falls in line with its strategies so that by offering a high quality product created...
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...Organisations Question 1: Do good managers need to understand how power and authority operates within organisations? Name: Surawich Channoi Student Number: 110490551 Course: E-business (Information Systems) Module Leader: Mr Ewan Mackenzie Due Date: 10.12.2012 Word Count: 1509 In every organisation, it is common that there are several groups of staff with different positions work together as a company. In order to manage enormous amount of people, it is necessary to have good managers, leader of each department in an organisation. They will have to use various management tools in order to control and motivate their subordinates to work loyally and effectively, one of the most important tool is power. Finkelstein mentioned that "Power is defined here as the capacity of individual actors to exert their will" (Finkelstein, 1992). However, despite the fact that using power can manipulate and sustain company success, it is also able to create unpleasant effects if the reckless managers overuse or unable to manage it correctly. While some experts agree that power is an essential criterion to managers, there are evidences which point out the negative effects when the managers do not understand their authorities and cannot use power appropriately. Although, mismanaged application of power might lead to significant crisis in an organisation, this essay will attempt to illustrate that professional managers can make a good use of power as a viable method to achieve subordinates cooperation...
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..."Individual party members have little or no power within the main UK political parties.” Assess the accuracy of this view (25 marks). The amount of power lying with individual party members varies between the two main UK political parties whilst the distribution alters when concerning different matters, for example voting for a leader and having an input in policy making. The Conservative party members have complete power when electing their leaders (aside from the fact they cannot elect the two candidates) whilst all branches of the Labour party are able to vote for their leader. When it comes to policy making in the Conservative party it is the leader who makes policy, in the sense that they have the final say on policy and the contents of the manifesto. In the Labour party there is a wider distribution of power in policy making as the MPs have relatively little power and all the branches play a part instead. Conservative party members did not have a say in the election of the leader until William Hague reformed the procedure in 1998 due to the small number of MPs the party acquired in the 1997 general election. In a contest with only two candidates, there is a ballot of all party members, however, if there is a contest of more than two there is a series of ‘primary elections’ but only with the Conservative MPs to find out which two candidates to put before the party members for election before a one member, one vote (OMOV) of party members then occurs. In this sense, the...
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...Appendix 5.1 Wind power plants with a power output range of 1.5 kW to 25 kW Technical regulation for grid connection TF 3.2.5 Appendix 5.1 Table of contents 1. Terminology and definitions 4 2. Commissioning requirements 5 3. Verification of tolerance of frequency and voltage deviations 6 4. Verification of electricity quality requirements 9 5. Verification of control and monitoring requirements 10 6. Verification of protection requirements 14 7. Verification of data communication requirements 15 To the reader This commissioning report template contains guidelines for implementing a commissioning test to verify that a wind power plant complies with the technical, functional and documentation requirements which wind power plants with a rated output over 1.5 MW and up to 25 MW must comply with when they are connected to the Danish power grid. The report template is published by Energinet.dk and can be downloaded from www.energinet.dk. 1. Terminology and definitions The terminology and definitions used must be specified in this chapter. 2. Commissioning requirements 2.1 Introduction In the following a brief introduction must be given to the commissioning test. The scope of testing (technical tasks and time required) must also be described. Technically, the following must be verified: - Tolerance of frequency and voltage deviations - Electricity quality - Control and monitoring - Protection - Data communication and exchange...
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...Subject: Conflict Analysis and Resolution Assignment: Based on conflict theory, discuss why intra and inter party unity in Kenya seems elusive Discussion: Conflict within and between Rural and Urban populations in Kenya. There is no peace within (intra) and between (inter) rural and urban populations in Kenyan. Within the discussions of this paper, rural populations will refer to persons living in geographic areas away from towns and cities with their characteristic lack of social amenities and infrastructural development. The urban population on the contrary refers to persons inhabiting towns and cities with benefits of improved social amenities and developed infrastructure. Conflict refers to a “peaceless” coexistence within a society. Lewis Coser (1913-2003) defines conflict as “a struggle over values and claims to scarce status, power and resources in which the aims of the opponents are to neutralize, injure, or eliminate their rivals.” He argued that intergroups and intragroups conflicts are part of social life defining relationships but not necessarily resulting in instability. Through conflict society can attain social change, come up with outstanding innovations and strengthen central powers in times of war. The conflict theory explains causes of conflict; its containment and potential modes of resolving these conflicts. The human race has experienced different forms of conflict that manifest in both physical and psycho-emotional forms. The conceptual...
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...separate cultural identities within a country The protection of a language through the media and education The growth of separate political parties and devolved power Civil disobedience Terrorist violence Civil war International conflict or disturbances The establishment and maintenance of societies and norms with clear separate cultural identities within a country (e.g. the Bretons in France) • The protection of a language through the media and education (e.g. Welsh, Catalan) • The growth of separate political parties and devolved power (e.g. the Scottish and Welsh Nationalists) • Civil disobedience (the Friends of Owen Glendauer) • Terrorist violence (e.g. the Basques, Chechnya) • Civil war (e.g. East Timor, Tamil Tigers) consequences of separatism may be either peaceful or non-peaceful: The establishment/maintenance of own societies and norms- separate cultural identities within a country The protection of a language through the media and education The growth of separate political parties and devolved power Civil disobedience Terrorist violence Civil war International conflict or disturbances The establishment and maintenance of societies and norms with clear separate cultural identities within a country (e.g. the Bretons in France) • The protection of a language through the media and education (e.g. Welsh, Catalan) • The growth of separate political parties and devolved power (e.g. the Scottish and Welsh...
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...The Concept of Power The concept of power is present within various realms of all organizations. Power, however, is not something that should necessarily be looked at negatively. There are justifiable types of power that may be important to criminal justice organizations. The main role of power in criminal justice administration should be to gain compliance from subordinates of all types, and turn that power over time into acceptable forms of authority (Stojkovic et al., 2008). It is for this reason that power is an important attribute in criminal justice agencies. It is important as a criminal justice manager, and agency as a whole, to have legitimate power. Power that is not coercive and works for the good of the organization is beneficial in gathering information, resources, and compliance. Legitimate, expert, and referent power can be effective in the attainment of goals (Stojkovic et al., 2008). Legitimate power operates on the assumption that those in traditional authority positions are the power holder and wield their authority over the power recipient because their internalized norms justify the amount of compliance needed (Stojkovic et al., 2008). Legitimate power is most useful within criminal justice agencies because it takes into account the culture, and social structure, and operates within a hierarchy to promote successful delegation of duties. While political power does have some benefits within a criminal justice agency, it is easily corruptible and...
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...Influencing Group Communication According to Wikipedia, power is a measurement of an entity’s ability to control its environment, including the behavior of other entities. Frequently power is seen as evil or unjust, but the exercise of power itself is accepted as endemic to humans as social beings. In 1959 a study of power was conducted by psychologists John French and Bertam Raven, and at this time power was divided into five separate and distinctive forms. Because leadership and power are closely linked to one another, it was shown how different forms of power directly affected one’s leadership and success. This idea is used most commonly with organizational communication and also throughout most of the workforce itself. The five bases of power that were derived from this idea are coercive power, reward power, expert power, legitimate power, and referent power. Each of these bases of power show different forms that an individual can use or does already use to communicate and ultimately receive what is desired. Out of the five bases of power, three of these bases are classified as formal powers. Formal powers are generally derived by accepted standards and do not have a casual side to them. These three powers are coercive, reward, and legitimate. Coercive power is based upon the idea of coercion; it involves forcing someone to do something he or she does not want to do. This power can be challenging to use because it typically has a negative impact, which can lead to lower...
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...Power Distance and Leadership Hofstede (1997) defines power distance as “the extent to which less powerful members of institutions and organizations within a country expect and accept that power is distributed unequally” (p. 28). Hofstede believes that power distance is learned early in families. In high power distance cultures, children are expected to be obedient toward parents versus being treated more or less as equals. In high power distance cultures, people are expected to display respect for those of higher status. Power distance also refers to the extent to which power, prestige, and wealth are distributed within a culture. Cultures with high power distance have power and influence concentrated in the hands of a few rather than distributed throughout the population. These countries tend to be more authoritarian and may communicate in a way to limit interaction and reinforce the differences between people. In the high power distance workplace, superiors and subordinates consider each other existentially unequal. Power is centralized, and there is a wide salary gap between the top and bottom of the organization. In cultures high in power distance, for example, corporate presidents’ offices are more likely to be luxurious, with controlled access. Company bosses are “kings” and employees “loyal subjects” who don’t speak out. In the low power distance workplace, subordinates expect to be consulted, and ideal bosses are democratic. In more democratic organizations, leaders...
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...States had a vision of a republic that shared the balance of governance within a three branch system; each designed to organize a balance of power whereby Constitutional division of powers provide each branch the means to frustrate the goals favored by a single branch; in an attempt to promote interbranch cooperation. The Framers had extreme distrust in a large national government and especially in the case of executive power due to the events that led to the Revolutionary War. However, by the time the Constitutional Convention, most of the Framers were convinced of the need for a strong and independent executive at the national level. They also took steps to ensure the executive position could act with the necessary decisiveness and dispatch, most importantly the President was granted extensive powers, primarily the enumerated powers found in Article II of the Constitution. Despite the absence of a written provision of separation of powers in the Constitution, the Framers believed the principle to be implicit within the structure of government under the document. As John Marshall stated the framers sought to create a Constitution “intended to endure for ages to come and consequently to be adapted to the various crises of human affairs”. The ideas within the Constitution are seemingly designed to create perfect harmony, however, conflict and power struggles are as age old as the Constitution itself. Within five years of its ratification James Madison and Alexander Hamilton...
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...Power and Politics An individual sets out in life, and in work, to achieve his or her own goals, and to promote his or her own interests. Therefore, in a hierarchal setting of an organization, individuals will naturally contend for their own interests. Aided by the use of personal power, politics, influence, and empowerment, many individuals achieve their goals within organizations. Through analyzing power and politics in the workplace and organization, one may understand the organizational behavior that is touched by power and politics in the workplace (Robbins & Judge, 2009). Leadership Practices that Influence Organizations A key organizational management and leadership practice that influences an organization is the exhibition of power and the resulting influence that exhibit of power has on organizational behavior. According to Schermerhorn, et. al., “Power is the ability to get someone else to do something you want done, or the ability to make things happen or get things done the way you want. The essence of power is control over the behavior of others” (p. 214, 2008). In contrast to power, which is the energy behind making people behave in a certain way, “influence is what an individual has when he or she exercises power, and it is expressed by others’ behavioral response to that exercise of power” (Schermerhorn, et. al, p. 215, 2008). Together, power and influence in an organization or workplace are fundamental behavioral practices that influence an organization...
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...Responsibility, Power and Empowerment Within a business, organizing is essential to keep day-to-day activities afloat and regular business function in motion. Therefore, it is essential for leadership to understand the power behind responsibility, power and empowerment. This paper will define and provide examples of responsibility, power and empowerment. These concepts, in relation to a supervisor’s role, create a variety of opportunities for planning and delegation. Defining Responsibility, Power and Empowerment The word responsibility creates numerous different reactions from positive to negative. Byars and Rue (2010) defines responsibility as “accountability for reaching objectives, using resources properly and adhering to organizational policy.” An example of a supervisor showing responsibility would be taking on a task to be accomplished by a certain period of time. The supervisor will then delegate responsibilities, oversee progress and ensure completion of said task. Power is a misconceived concept that is used for both good and bad. According to Dictionary.com LLC (2011), power is “the possession of control or command over others; authority; ascendancy” (Power, para. 4). Leaders within an organization are given power in order to complete necessary tasks. Leaders must learn to use this power to motivate others in order to allocate work in order to achieve the overall goal of the organization. An example of power for a leader within an organization would be making...
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...Michael Noreman The article that I examined was titled, “When Power Makes Others Speechless: The Negative Impact of Leader Power on Team Performance”, written by Leigh Plunkett Tost, Francesca Gino, and Richard P. Larrick. The main question this article addressed was whether a leader’s heightened power within a group dynamic led the leader to dominating discussions within meetings within groups. This is a particularly interesting subject since organizations make extensive use of teams on a daily basis. In order for a team to function correctly, the dynamic between the leader and the rest of the team must be positive, or else the team will not function correctly. If leaders and teams do not function correctly this will make the business less efficient resulting in lower profits for the firm. It is for this bottom line reason that organizations must make effective teams. The article lists several hypothesis regarding team dynamics and power of leaders. I have chosen a select hypothesis to highlight that which most closely relates to the theme of the article. The first hypothesis states, “Formal leaders with a high subjective sense of power spend more time talking in a meeting then formal leaders with a neutral sense of power”. What this means is that leaders who feel extremely powerful and important are more likely to dominate discussion within a team than leaders who do not feel a significant sense of power. This seems to be mainly an issue with ego. If the leader has a big...
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...Bases of Power Within a Company: Apple Incorporated Gena Baker-Smith Phoenix University Abstract This paper will outline and describe the bases of power within an organization. I will point out which powers are formal and ones that are personal. The five types of power are coercive, legitimate, referent, reward, and expert. These “Bases of Power” have been used since they were established in 1959 by two sociologists. There will also be a summary as to how these different types of powers are communicated within a company/organization. In Apple Incorporation, I am sure all five of the types of powers are present within the company. I hope to present you the reader of this paper how they are communicated throughout the company. When one thinks of power they think about having the ability to change things or the way people think or act. Some of these changes can be positive and some can be negative depending on the person and the situation at hand (Merchant 2010). In 1959, American sociologists John French and Bertram Raven established “The Bases of Power” that exist within companies (Merchant 2010). The five types of powers are legitimate, coercive, referent, reward, and expert; some of these are formal and others are personal (Merchant, 2010). According to referenceforbusiness.com, the bases of power are methods that managers and leaders of an organization utilize to influence their employees. Also stated on referenceforbusiness.com authority must be a factor...
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